The < 5 Year
Service Gap
Why are so many police officers leaving within their first five years — and what does it mean for the future of policing?
Executive Answer
A significant proportion of police resignations occur within the first five years of service. Policing does not just need more officers — it needs officers who stay long enough to become experienced.
Early-Career Attrition Risks:
- Loss of Training Investment
- Reduced Experience Density
- Supervision & Tutor Strain
Defining the Gap:
Includes probationary officers, recently confirmed Constables, and officers before their first promotion eligibility.
What Is the < 5 Year Service Gap?
The “< 5 Year Service Gap” refers to the growing number of officers leaving policing within their first five years of service. It represents a structural workforce risk that impacts supervision pipelines and operational resilience.
Why the First Five Years Matter
Policing experience compounds over time; it cannot be accelerated artificially.
Competence Transition
The phase where officers transition from trainee to independent investigators, developing judgment in courtroom processes and complex safeguarding.
Mentoring Pipeline
Losing officers before they reach 5 years reduces experience continuity and weakens the pipeline of future tutors and mentors.
Official Data and Early Service Attrition
Workforce statistics consistently show a large share of voluntary resignations come from officers with under 5 years’ service. This is particularly visible during periods of rapid recruitment.
The Uplift Effect (2019-2023)
Between 2019–2023, high intake met high pressure and strained tutor availability, producing a spike in early attrition.
The Experience Density Problem
A force may show stable headcount, but if large percentages have under 5 years’ service, experience density falls. This carries significant risks:
Judgment Risk
Complex incidents require years of exposure to build operational judgment.
Mentorship Gap
Mentorship requires a baseline of experienced peers to sustain quality.
Supervisory Strain
Misconduct risk increases when supervisors oversee too many novices.
Procedural Error
Courtroom and investigation errors increase under inexperience.
Why Officers Leave Early
Operational Shock
Immediate exposure to trauma and violence can create a psychological gap between expectation and reality.
PCDA Pressure
The combined pressure of degree-level academic work and frontline shift work leads to early burnout.
Shift Work Impact
Circadian disruption significantly affects wellbeing, family life, and long-term retention intent.
Expectation Gap
Reality of administrative workload and organisational culture often differs from recruitment messaging.
Financial Reality
Low entry points, pension deductions, and travel costs create significant strain in early service years.
Supervision Strain
When supervision ratios stretch, feedback quality drops and development slows, increasing isolation.
The Cost of Attrition
Training investment is significant. Losing an officer under five years means the loss of recruitment costs, training time, and tutor investment. Replacing them restarts the cycle and compounds pressure on the remaining staff.
Long-Term Strategic Risk
Early attrition is a delayed risk. If the supervisor pipeline weakens now, promotion shortages and strategic leadership gaps will appear 5–10 years later.
Retention
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Frequently Asked Questions
What percentage of police officers leave within 5 years?
Exact figures vary annually, but a substantial share of voluntary resignations occur within the first five years of service.
Why do police officers resign early?
Common factors include workload pressure, academic demands (PCDA), shift patterns, financial expectations and supervision strain.
Is early resignation higher after recruitment drives?
Yes. Rapid recruitment can increase short-term attrition if supervision capacity does not scale proportionally.
Does early attrition mean policing is failing?
Not necessarily. But sustained early attrition weakens experience density and increases long-term risk.
Can early service burnout be reduced?
Strong supervision, realistic expectations and workload balance significantly improve retention outcomes.